01
Core HR records
Employees, jobs, contracts, pay data, documents and history, with effective dates so you can see any record as it was.
FIG 01 · HR Software Development
HR software development for HRMS, onboarding and payroll data
Custom HRMS modules, onboarding, time and leave, recruiting and integrations for HR-tech startups and mid-size employers, with the rules your HR team lives with built in.
See how it works
FIG 02 · Quick answer
What is HR software development?
HR software development is building the systems that manage employee records, hiring, onboarding, time, leave and payroll data. Elgrith builds custom HRMS modules and HR-tech products, and integrates them with Workday, BambooHR or your payroll provider, with I-9, UK right-to-work and overtime rules modelled in from the start.
- Hiring, onboarding, time, leave and payroll data in one employee record
- Hire → payroll
- Projects delivered since 2015
- 1,000+
- Clients across the USA, UK and India
- 250+
- Your code, repository and IP
- 100%
FIG 03 · Why it matters
Employment law has already written part of your data model.
From USCIS, the US Department of Labor and GOV.UK, read on 23 Oct 2026.
01
01/20/25
Current Form I-9 edition
USCIS lists the 01/20/25 edition of Form I-9. Employers keep each form for three years after the date of hire, or one year after employment ends, whichever is later.
Source: USCIS, Form I-9 (last reviewed 3 Jun 2026)(opens in a new tab)02
40
Hours before FLSA overtime
Covered non-exempt US employees must get overtime for hours over 40 in a workweek at not less than time and one-half their regular rate, says the Department of Labor.
Source: US Department of Labor, overtime (read 23 Oct 2026)(opens in a new tab)03
1 Jan 2027
UK unfair dismissal qualifying period cut to six months
GOV.UK’s Employment Rights Act timeline (updated 22 Oct 2026) cuts the qualifying period to six months for dismissals from 1 January 2027. It notes future dates may change.
Source: GOV.UK, Employment Rights Act timeline update (updated 22 Oct 2026)(opens in a new tab)
FIG 04 · HRIS, HRMS, HCM
HRMS software development: modules and data model
Vendors use these three terms loosely. This is how we use them when we scope HRMS software development with you, so everyone means the same thing.
| HRIS | HRMS | HCM | |
|---|---|---|---|
| Core job | The system of record for employee data | HRIS plus the processes: time, leave, payroll data, onboarding | HRMS plus talent: recruiting, performance, learning, planning |
| Typical modules | Employee records, org chart, documents | Time and attendance, PTO, onboarding, self-service, payroll inputs | ATS, reviews, goals, compensation, workforce planning |
| Who it serves | HR admins | HR, managers and every employee | HR, leaders and talent teams |
| Where custom fits | Records your vendor can’t model | Leave, shift or overtime rules no product fits | A talent product you sell, or a flow that sets you apart |
Under every module: role-based access, an audit log, SSO and SCIM provisioning, and retention rules per record type.
Need a bespoke system? Custom software developmentFIG 05 · What you get
HR software we build
Custom HR software for the parts your current tools handle badly. Every module reads and writes one employee record, so a hire, a transfer and a leaver mean the same thing in every screen and every integration.
02
Onboarding and offboarding
Offer to day one checklists, document collection, equipment and accounts, and clean offboarding with access removed.
03
Time and attendance
Clock-ins by web, mobile or kiosk, timesheets, shift patterns and approvals feeding payroll.
04
PTO and leave accrual
Accrual rules by policy, location and tenure, carry-over, balances and manager approvals.
05
Performance
Goals, check-ins and review cycles your people actually complete, with history kept on the employee record.
06
Employee self-service portal
Payslips, leave requests, personal details and documents, so HR stops answering the same email.
07
Org charts and directory
Reporting lines, teams and locations drawn from the record, never maintained by hand.
08
Mobile HR app
Clock-in, leave, payslips and approvals on iOS and Android for staff who never sit at a desk.
Deliverables
11
deliverables, in writing
Included in every build, written into your fixed quote before work starts.
FIG 06 · Integrations
Integrations with Workday, BambooHR, ADP and payroll
Most employers keep their HRIS or payroll and need what is missing around it. We integrate through each vendor’s published APIs, under your agreement and your access. We claim no partner status with Workday, BambooHR, ADP or any HR vendor.
- HRIS
- Applicant tracking
- Time clocks
Your HR layer
- Payroll
- Accounting
- SSO and identity
Workday
- What we build
- Apps and data flows that read and write workers, jobs and time through Workday’s published APIs
- What stays
- Your Workday tenant and configuration; we don’t resell or re-platform it
BambooHR
- What we build
- Onboarding, time and reporting tools on top of BambooHR employee data
- How
- BambooHR’s API and webhooks, with your API access
ADP and payroll providers
- Data
- New hires, pay changes, hours, leave and deductions sent to payroll; payslip data back
- How
- APIs only, under your payroll agreement; no screen-scraping
HR Open Standards
- What it is
- An independent non-profit publishing HR data-exchange specifications
- Where
- Data models and messages between HR systems, where your partners use them
Accounting
- Data
- Payroll journals, cost centres and accruals
- Where
- Your accounting system’s API
Everything else
- Examples
- Benefits platforms, background checks, e-signature and learning tools
- Approach
- One API layer, so a vendor change doesn’t break HR
FIG 07 · Hiring
Recruiting and ATS features
Recruitment software development is about speed without losing the paper trail: every candidate, stage and decision recorded.
05principles
Job posts
Openings published to your careers page and job boards from one place.
Pipelines
Stages, scorecards and feedback per role, with candidates moving through on clear rules.
Interview scheduling
Calendar links, panels and reminders without the email ping-pong.
Offers
Offer letters from approved templates, e-signed, then handed to onboarding with no re-keying.
AI screening with human review
AI can summarise and sort applications; a person makes every decision, and the criteria are recorded.
AI development
FIG 08 · Rules
Rules your HR system has to hold
The rules change by country, and they change by date. We model them as data your HR team can update, not code. General guidance from public sources, not legal advice; your counsel confirms what applies to you.
05principles
Form I-9 and E-Verify (US)
I-9 records on the current edition, with retention dates calculated from hire and leave dates. E-Verify cases stay in E-Verify; we store the case status your process produces.
FLSA overtime (US)
Exempt and non-exempt status on every job, and hours over 40 in a workweek flagged for overtime at time and a half.
Right to work (UK)
Right-to-work check records kept as the Home Office employer’s guide (updated 1 Oct 2026) describes, with follow-up dates for time-limited permission.
Employment Rights Act (UK)
Sick pay from day one since 6 Apr 2026, a six-month unfair dismissal qualifying period from 1 Jan 2027, and new flexible working rules from Oct 2027.
Labour Codes (India)
Four Labour Codes in effect since 21 Nov 2025, replacing 29 labour laws. Rules under them are still being framed, so wage and contribution logic stays configurable.
FIG 09 · Payroll data
Payroll software development, designed to support your provider
Most employers should keep a payroll provider and send it clean data. Where you need your own calculations, we build them designed to support the rules, with your payroll provider or accountant confirming every rate.
04principles
Gross-to-net inputs
Hours, overtime, allowances, deductions and leave, validated before they leave HR.
Rates as data
Tax, contribution and overtime rates stored as dated tables your accountant can check and update.
Provider exports
Payroll files or API calls in the format your provider expects, with a reconciliation report back.
Effective dating
Every pay change stored with its date, so back pay and audits come from the record, not memory.
FIG 10 · Security
Security for employee data
HR systems hold bank details, IDs, health notes and salaries. We design for least privilege from the first screen.
06principles
Encryption
Data encrypted in transit and at rest, with sensitive fields like bank and ID numbers encrypted separately.
Least privilege
Role-based access by job, team and location; managers see their team, not the company.
Audit log
Every view of and change to sensitive data recorded, for your own reviews and investigations.
SSO and SCIM
Sign-in through your identity provider, with accounts created and removed automatically.
Retention schedules
Records deleted or anonymised on dates your HR and legal teams set, per record type and country.
FIG 11 · Process · 6 steps
Map the employee journey, pilot one module, then scale
A free call, a fixed written quote, then sprints with a demo every week: discovery, an employee data model, a pilot module, and rollout. You own the code, the data and the IP.
- Step 01
Free call
Tell us which countries, systems and HR processes are involved, and where HR re-keys data or chases forms today.
- Step 02
Discovery
Your hire-to-leaver journey, policies, integrations and the rules your counsel says apply, mapped before design.
- Step 03
Data model and fixed quote
One employee data model with effective dates and access rules, plus a written scope and a fixed quote, before any build starts.
- Step 04
Pilot module
One module, such as onboarding or leave, built in sprints with a demo every week and tested with real policies.
- Step 05
Rollout
More modules, countries and integrations, with data migration, training and a staged switch-over.
- Step 06
Support and change
Policy updates, rule changes and new integrations, covered under terms agreed in your written scope.
FIG 12 · What you get
Everything included
Written into your fixed quote, so you know exactly what you are paying for before work starts.
11items
- Written scope and fixed quote
- Hire-to-leaver journey and integration map
- Employee data model with effective dating
- HRMS modules in scope: onboarding, time, leave, performance or ATS
- Employee self-service portal
- Workday, BambooHR, payroll or accounting integrations
- Role-based access, audit log, SSO and SCIM
- Retention schedules per record type
- Mobile HR app for iOS and Android, if in scope
- Training and runbooks
- IP assignment: code and data are yours
FIG 13 · Tech & tools
The tools behind the work
Proven, well-supported tools, chosen for your project and set up in accounts your business owns.
- TypeScript
- React
- Next.js
- Node.js
- Python
- .NET
- Java
- PostgreSQL
- Redis
- REST APIs
- GraphQL
- OAuth 2.0
- SAML SSO
- SCIM
- Flutter
- React Native
FIG 14 · Who it’s for
HR software for the people who look after people.
HR-tech startups and mid-size employers in the US and UK, plus Indian payroll rules where your workforce needs them.
4 audiences
HR-tech startups
A product HR buyers trust.
Founders building HR products: multi-tenant data models, integrations buyers ask for, and security reviews you can answer.
- Multi-tenant HR data model
- Workday and BambooHR connectors
- SSO and SCIM
- Audit log
US employers
Fewer forms, fewer re-keys.
Mid-size employers who keep their HRIS and payroll but need onboarding, time or leave that fits their policies and states.
- I-9 records and retention
- Overtime flags
- Leave accrual by policy
- Payroll exports
UK employers
Ready for the Employment Rights Act dates.
For UK organisations, through our London client-partnership centre with delivery from our New Delhi HQ: right-to-work records, sick pay and dismissal-date logic, in UK spelling and formats.
- Right-to-work records
- Day-one sick pay logic
- Qualifying-period dates
- UK formats
India
Payroll data for the Labour Codes.
Employers with staff in India: wage components, contributions and registers kept configurable while rules under the four Labour Codes are framed.
- Configurable wage components
- Contribution data
- Registers and returns data
- Payroll exports
FIG 15 · Working with us from the USA and UK
Built in New Delhi. Run on your hours.
Every project gets a point of contact in New York or London and an engineering team in New Delhi. Here is how today’s working days line up, live.
New York
North America
--:--ET
New Delhi team Your working day- Shared working time
- ≈ 3 hours today
- New Delhi is
- 10.5 h ahead
- Live calls, your time
- 9 a.m. to 12 p.m. ET
London
UK & Europe
--:--UK
New Delhi team Your working day- Shared working time
- ≈ 4.5 hours today
- New Delhi is
- 5.5 h ahead
- Live calls, your time
- 9 a.m. to 1:30 p.m. UK
Three ways to work together
- 01
Fixed-scope project
A written scope, one fixed price and a dated plan. Suits websites, apps and MVPs.
- 02
Dedicated team
Designers and engineers on your roadmap every month, billed monthly.
- 03
White label
For US and UK agencies: our work, your brand, unbranded deliverables.
Every engagement
- Fixed quote in USD, GBP or INR after a free 30-minute call
- NDA before discovery. You own all code, designs and content
- A working demo every sprint, not status slides
- Reply within one business day, calls inside your hours
Book a call
Calls on ET or UK hours
FIG 16 · Choosing a vendor
What to check before you hire an HR software development company
Choosing an HR software development company? These are the questions we’d ask any vendor, including us.
| Question | Why it matters | Our answer |
|---|---|---|
| Who owns the code and data? | Employee data is yours and must stay portable | You do: code, repository, data and IP are assigned to you |
| How are rules changed? | Leave, overtime and pay rules change by date and country | Rules stored as dated data your HR team can update |
| How is access controlled? | Salaries and IDs are the most sensitive data you hold | Role-based access, audit log, SSO and SCIM by default |
| Which integrations are real? | Some vendors promise connectors they don’t have | Published APIs only, under your agreements; no partner claims |
| Who confirms the law? | Software can’t give legal or tax advice | Your counsel and payroll provider; we build what they confirm |
We don’t publish prices or timelines: both are agreed in your written scope after a free call.
Thinking about offshore delivery? Outsourcing to India guideFIG 17 · Rules and dates
Employment rules that shape HR software (checked 23 Oct 2026)
The dated view we design HR software from, checked on 23 Oct 2026 at the official sources linked on this page.
| Rule | Where | Date | What it means for your software |
|---|---|---|---|
| Form I-9, edition 01/20/25 | US | Current edition (USCIS, last reviewed 3 Jun 2026) | Store the edition and calculate retention: three years after hire or one year after employment ends, whichever is later |
| FLSA overtime | US | In force (US Department of Labor) | Exempt status per job; hours over 40 in a workweek at time and one-half for non-exempt staff |
| Statutory Sick Pay changes | UK | 6 Apr 2026 | No waiting days and no lower earnings limit in sick pay logic |
| Employment tribunal time limit | UK | 3 to 6 months from 1 Oct 2026 | Keep the records a claim might need for longer |
| Duty to take all reasonable steps to prevent sexual harassment | UK | 30 Oct 2026 | Case records, training records and reporting routes |
| Unfair dismissal qualifying period | UK | Six months, for dismissals from 1 Jan 2027 | Service-date checks in dismissal workflows |
| Flexible working changes | UK | Oct 2027 (planned) | Request, decision and reason records |
| Right to work: employer’s guide | UK | Updated 1 Oct 2026 | Check records and follow-up dates as the guide describes |
| Four Labour Codes | India | In effect from 21 Nov 2025 | Wage and contribution rules kept configurable; existing provisions apply during transition |
General guidance from public sources, not legal advice; your counsel confirms what applies to you. Sources: USCIS, US Department of Labor, GOV.UK Employment Rights Act timeline (updated 22 Oct 2026; future dates may change), GOV.UK right to work employer’s guide (1 Oct 2026) and the Press Information Bureau, Government of India (21 Nov 2025).
Budgeting? Custom software development cost guideFAQ
Frequently asked questions
Straight answers about HR Software Development with Elgrith.
We don’t publish prices, because cost depends on scope: which modules (core HR, onboarding, time, leave, ATS, payroll data), how many countries and policies, which integrations, whether you need a mobile app, and how much data must move. After a free call you get a written scope and a fixed quote.
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Free 30-minute call
Build HR software your people actually finish.
Tell us which HR process causes the most re-keying. After a free call you get a written scope and a fixed quote, starting with one module.
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